AbstractInnovation is of great significance to the survival and development of an organization and is an important source of enterprise competitive advantage. Employee innovative behavior is the micro carrier of organizational innovation. Therefore, in organizational behavior, how to promote employees' innovative behavior has attracted much attention. From the perspective of knowledge resources, it is necessary to improve employees' knowledge level through knowledge sharing behavior to promote employees' innovative behavior. However, in reality, it is difficult for organization members to actively share knowledge and experience with others. An important reason for this phenomenon is the influence of interpersonal relationship quality. Previous studies have proved that LMX as an important interpersonal relationship in work has a positive impact on innovative work behavior and the mediating effect of knowledge sharing between LMX and employees' innovative work behavior. However, some studies have pointed out that LMX harms innovative work behavior, which is the result of different influencing factors. However, studies on the influencing factors of the relationship among the three are very limited. This study will explore the relationship from this perspective. Considering that these three are closely related to individual behavior, the author introduces the concept of self-control which plays an important role in individual behavior in the field of psychology and transforms self-control into a concept for management research based on regulatory focus theory. This study not only fills the research gap of knowledge management related to psychology, but also is of profound significance for organizations and individuals to better utilize self-control by exploring how self-control influences innovative behavior by influencing the relationship among LMX knowledge sharing and innovative work behavior by understanding relevant mechanisms. Based on the research gaps in the literature, the purpose of this study is to investigate the impact of LMX on innovative work behavior, while exploring if there is mediating role of knowledge sharing and moderating role of self-control, by investigating employees from different industries backgrounds. The research questions are: (1) Does knowledge sharing mediate the relationship between LMX and innovative work behavior? (2) Does self-control moderate the relationship between LMX and knowledge sharing? (3) Does self-control moderate the mediating role of knowledge sharing between LMX and innovative work behavior? (4) How does self-control moderate the relationship between LMX and innovative work behavior? For data analysis, a total of 386 valid questionnaires were collected. SPSS23.0, Amos28.0, Smart PLS and Process software were used for descriptive statistical analysis, reliability analysis, exploratory factor analysis, confirmatory factor analysis. Multiple linear regression analysis and bootstrap method were used for hypothesis verification. The results of the two hypothesis testing methods are consistent which shows: (1) LMX has a positive effect on innovative work behavior. (2) LMX has a positive effect on knowledge sharing. (3) Knowledge sharing mediate LMX on innovative work behavior. (4) Promotion focus on self-control could weaken the positive relationship between LMX and knowledge sharing. (5) The moderating effect of prevention focus on self-control between LMX and knowledge sharing is not significant. (6) Promotion focus of self-control could weaken the mediating role of knowledge sharing between LMX and innovative work behavior. (7) Prevention focus on self-control moderating the mediating role of knowledge sharing between LMX and innovative work is not significant. (8) Promotion focus on self-control moderating the positive relationship between LMX and innovative work behavior is not significant. (9) Prevention focus on self-control could strengthen the positive relationship between LMX and innovative work behavior.The theoretical significance of this study is as follows: Firstly, it verifies the moderating effect of self-control on the relationships among LMX, knowledge sharing and innovative work behavior, explaining the conditions under which the relationships among the three are affected by different directions and deepens the relevant mechanisms. Secondly, this study makes up the gap in the field of knowledge management combined with psychology. Thirdly, self-control based on regulatory focus theory is applied which enriched the understanding of the longitudinal development and change of individual regulatory focus.Managerial implications: First, leaders should correctly understand the importance of LMX and establish high-quality exchange relations with the vast majority of employees as far as possible. Second, remind employees to view LMX correctly, avoid excessive dependence while obtaining support from leaders in a high-quality LMX relationship and try to proactively solve problems in work independently before seeking knowledge help from leaders or others. Third, Human Resource Department could increase the sense of trust between leaders and employees to enhance LMX by organizing practical activities. Fourth, they also need consider to improve the leadership of empowerment, enhance their psychological security. Last, for improving innovation performance, they can through the 360-degree performance evaluation system to identify different regulatory focus trait groups, reasonable division of labor and cooperation.